Master's Theses

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Browsing Master's Theses by Author "Dumaguin, Augustina C."

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    Human resource development program of christ the king college high school personnel
    (Don Mariano Marcos Memorial State University -Open University System, 2009) Dumaguin, Augustina C.
    This research determined the level of job satisfaction of Christ the King College high school personnel as basis in the formulation of the Human Resource Development program. Specifically, the study sought answers to the following questions: 1. What is the profile of the personnel of CKC? 2. What is the perceived level of satisfaction of the personnel in their job characteristics? 3. What is the perceived level of job satisfaction of the CKC personnel? 4. Are there significant relationship between and among job characteristics, job satisfaction and the vision/mission, goals and objectives of CKC? 5. What is the extent of attainment of the vision/mission, goals and objectives of CKC as perceived by the personnel? 6. What development program on Human Resource can be formulated to strengthen the level of motivation of CKC personnel? The study utilized the descriptive correlation method using survey questionnaire to 55 CKC personnel. The data needed in the study were gathered by means of a questionnaire. Statistical tools used were frequency counts, percentages, means, and Pearson Product Moment Correlation. The salient findings and conclusions are: 1. The CKC personnel display diversity in demographic profile; 2. The clearly defined tasks, roles and responsibilities are opportunities for them to gain new experiences and develop special skills and expertise. 3. The personnel are very highly satisfied on personal and context satisfaction. 4. The personnel transmitted their vision/mission, goals and objectives in their personal lives, school works and community where they live. 5. Job characteristics and job satisfaction are significant variables that influence the extent of attainment of the vision/mission, goals and objectives. 6. A three-year validated Human Resource Development program was formulated. It was therefore recommended that. 1. Since majority of the personnel are new in the school and young in the teaching profession, the school should implement continuing orientation program to acquaint them of the vision/mission and policies of the school. 2. The school should continue in-service programs to improve the teachers’ performance promote their personal and professional well-being. 3. While the personnel have high level of job satisfaction, the following should still be given attention to: a) Enough time must be allotted for feedback sessions so that issues will be discussed thoroughly. b) The school should maximize the potentials and brilliance of seasoned teachers to mentor young and inexperienced ones. c) To avoid stress and career burn out, balance of physical activities is needed through the implementation of the wellness and fitness program. 4. The personnel should continue concretizing and consistently living-out the school’s vision/mission, goals and objectives in their homes and their respective communities. 5. The extrinsic factors should still be addressed to. a) Job efficiency rating must be given a corresponding monetary equivalent. b)Remuneration for job tenure must not be limited to 30 years and the Php 50.00 added every year of experience must be increased. c) There should be no disparity in giving increase for special assignment like coordinator ship d)The school should extend financial assistance to personnel to pursue their graduate studies and they are to be encouraged to finish the degree within a definite time. 6. The school should provide a Human Resource Development officer for the training, development, counseling and career pathing of the personnel .Human Resource Development program should be implemented and progressively evaluated. 7. Based on the findings and conclusions, it is recommended that the 3 year HRD program of CKC personnel should be adopted.